Improving Internal Communication with Your Team
Effective internal communication is key to running a smooth operation. I've implemented weekly check-ins, the Slack App for our day to day communication and an open-door policy if the want chat in person to encourage my team to share their concerns and ideas. What strategies have you used to improve communication within your team? How have these changes influenced your team's performance?
Feeling Stuck in the Busy-But-Broke Zone – How Did You Break Through?
Hey folks, I’m hoping to get some insight from those of you who’ve already muscled through this phase of business. I’m currently in that painful zone where the jobs are coming in steady—so much so that I’m completely maxed out—but the numbers aren’t quite adding up to confidently bring someone else on board. I’ve got the workflow, the drive, and the service quality dialed in, but when it comes to scaling by hiring help, I feel like I’m staring at a wall I can’t quite climb. The catch-22 is real: can’t afford help without more time, and can’t get more time without help. For those of you who made it past this threshold: - What did you do to shift the equation? - How did you find the confidence (or capital) to invest in that first team member? - Any creative pricing or scheduling tactics that helped balance the load in the meantime? Appreciate any stories, hard-learned lessons, or nuggets of advice. Trying to work smarter, not just harder.Onboarding Software for new hires
I am in the process of hiring for my residential cleaning business. Is there any software that is like a database for keeping track of employees? I saw a software by Pipehire. I like the platform, but when I called to inquire I was not happy with how the person answered the phone. Made me question if it was legit or not. I am new at hiring so I just wanted to make sure I doing the process correctly and having a software with checklist to keep track would be helpful.SOP's, Handbooks and Employee Contracts....
Why Every Home Improvement Professional Needs SOPs, Handbooks, and Employee Contracts Running a successful home improvement business requires more than just delivering quality work; it demands a well-structured foundation that ensures consistency, clarity, and professionalism. Standard Operating Procedures (SOPs), employee handbooks, and employee contracts play a critical role in achieving this. 1. SOPs: The Blueprint for Consistency Standard Operating Procedures outline step-by-step processes for every task in your business. From managing a job site to handling customer inquiries, SOPs help you: Ensure consistent quality across projects. Minimize misunderstandings by providing clear instructions. Train new employees more efficiently. For example, having a detailed SOP for preparing a job site can reduce mistakes, save time, and leave a professional impression on clients. 2. Employee Handbooks: Setting Expectations An employee handbook is a central resource for your team. It covers: Company policies (e.g., attendance, safety protocols). Employee rights and responsibilities. Workplace culture and values. With a clear handbook, your team knows what’s expected, reducing conflicts and fostering a professional, cohesive work environment. 3. Employee Contracts: Protecting Your Business Employee contracts are legal agreements that outline the terms of employment. They should include: Job roles and responsibilities. Compensation and benefits. Confidentiality agreements or non-compete clauses. Contracts protect both you and your employees, ensuring transparency and reducing the risk of disputes. Why These Documents Matter Having SOPs, handbooks, and contracts isn’t just about organization—it’s about building a scalable, professional business. They: Empower your team with clear guidelines. Protect your business from legal risks. Enhance your reputation as a trustworthy employer and contractor. Over time, these tools will turn your business into a well-oiled machine, primed for growth and long-term success. In our experience, involving our team in the process not only made it smoother but also turned it into a fun and collaborative effort that brought everyone closer together.Who Was Your First Hire?
I’ll never forget mine! My first hire was a foreman. I needed someone who could run the job while I focused on running and growing the business. That was the moment it stopped being just me and started becoming something bigger. Scary? Of course. Exciting? Absolutely. That first hire teaches you the hard stuff. How to train. How to lead. How to TRUST someone with your name and your clients. You don’t always get it right, but that’s how you grow. What I learned: Hire sooner than you think you’re ready Character beats skill every time Being a boss is a completely different trade than doing the work So let me ask you… who was your first hire, and what did they teach you?How do you handle employees complaining about one another?
Every once in a while I have team members who will complain about one another. The problem is that some of the things they complain about are not things that I have a major problem with. I usually tell them that I have to choose my battles but the complaining is just a weight on me. I don't want the team member that is complaining to feel like I don't care, or don't hear them but sometimes its just not a hill I want to die on. Hope that was enough information to answer this. Look forward to hearing how some of you handle team dynamics. Thanks in advance!Do You Train Your Team to Think or Just Work?
Every Monday, we hold a short training session with our team. We train on communication. leadership. & mindset. The reason being most tradespeople aren’t struggling because they can’t do the work. They’re struggling because they were never taught how to: Speak with clarity Handle conflict Lead a crew Represent the business professionally These tend to be the issues I see bottling up, either from our exit interviews or customer feed back or when things are misunderstood. Thats why I'm curious: Do you train soft skills with your crew?What Features Would Be Helpful for Dealing with Subcontractors on Your Team?
Subcontractors can be a powerful way to grow your service business—but managing them smoothly takes the right tools. From scheduling to paperwork to payments, things can get complicated fast if you're relying on spreadsheets or text threads. Here are a few key ideas to kick off the conversation: Insurance Certificate Tracking + Expiration Reminders Making sure your subcontractors are insured is a no-brainer—but keeping track of their certificates and renewal dates can be a hassle. A built-in feature that stores insurance docs and sends automatic reminders before they expire would help keep your business protected and organized. Built-in Payment Processing for Subcontractors Paying subs quickly and clearly is essential for maintaining good relationships. Imagine being able to approve their invoices and process payments right through Jobber—no more chasing emails or juggling payment apps. Subcontractor Availability Scheduling Knowing when your subs are available is half the battle. A shared calendar where subcontractors can input their availability would make job assignment way easier and help avoid scheduling conflicts before they happen. What would you like to see added to help manage subcontractors better? Drop your ideas in the comments—👇
